What is hybrid work? Models and benefits

Hybrid work—where employees split their time between remote work and office work—was once just a trend. But for many workplaces, it's becoming the new norm. In the United States, 50% of remote-capable employees are working in hybrid arrangements, 30% work remotely, and 20% are fully on-site.

The shift reflects a broader desire for flexibility, autonomy, and better work-life balance. But how do you know if hybrid work is right for your business? Or if you’ve already implemented a hybrid model, how do you make sure it delivers—on productivity, teamwork, and the overall employee experience?

In this guide, we’ll explain what hybrid work is and explore different types of hybrid work schedules. We’ll also share best practices for creating a flexible, productive work environment—whether your team members are all in one city or spread around the world.

What is a hybrid work model?

A hybrid work model combines remote work and in-office work, giving employees the flexibility to do both. In a typical hybrid workplace, team members might work from home a few days a week and commute to the office on others—striking a balance between focused solo work and in-person engagement.

While the shift to remote work accelerated during COVID-19 as a short-term solution to office closures, many employers and employees now see hybrid work as a way to reduce burnout, improve work-life balance, and create a more adaptable work environment.

But for a hybrid work model to succeed, you need the right tools and structure. That means using digital platforms that allow employees to do their jobs wherever they are and designating intentional office days for them to connect in person. When done well, a hybrid model gives employees more control over how, when, and where they work—and ideally leads to greater productivity.

Types of hybrid work models

Hybrid work isn't one-size-fits-all. Companies can structure their hybrid work schedules differently depending on their culture, goals, and their employees’ needs. Here are four common hybrid workplace models to consider:

Flexible hybrid model

In a flexible hybrid model, employees choose when to work off-site or in-office. Some companies set a minimum number of in-office days per week, while others let employees decide. For example, a hybrid worker might go into the office on days packed with meetings and opt to work remotely when they need focus time.

Structured hybrid model

With a structured hybrid model, the employer sets specific in-office days, whether on an individual basis or by team. This type of hybrid work schedule helps streamline meetings and encourages in-person interaction while still allowing for regular remote work. For instance, a company might designate Mondays and Tuesdays as office workdays and allow remote work the rest of the week.

Remote-first model

Remote-first companies prioritize flexibility and structure operations around their employees, not a physical office. Working from home (or anywhere) is the default, not the exception. Office attendance is optional or reserved for specific needs like training or team events—and in many cases, there’s no permanent office space at all.

Office-first model

The office-first approach emphasizes in-person attendance. Employees are generally expected to spend most of their time in the physical workplace, but this model also allows occasional remote work. Some employers prefer this structure to maintain office culture, encourage collaboration, and simplify scheduling.

What are the benefits of hybrid work?

A well-designed hybrid work model offers more than just flexibility. It can improve productivity and employee well-being and help businesses scale more sustainably. Here are a few standout advantages:

Improved employee productivity

Hybrid work gives employees more control over their schedules and work environment, helping them focus better and work more efficiently. In fact, 80% of managers say their hybrid or remote-only teams are more productive, and 90% of hybrid workers report the same or higher productivity when working from home.

Hybrid work improves work-life balance

One study found that remote employees report twice the happiness levels of their full-time office counterparts. Another showed that hybrid workers are more satisfied with their jobs and less likely to quit. When employees feel trusted to work where they’re most effective, they tend to be more engaged. And they’re more likely to stick around.

Hire talent from anywhere globally

Hybrid and remote-first models allow companies to hire talent from anywhere, making it easier to build diverse, distributed teams—and retain them. In one survey, 77% of Gen Zs and nearly three-quarters of millennials said they’d consider leaving a job that didn’t offer remote work options.

Save on real estate expenses

Businesses using a hybrid workplace model often reduce their real estate footprint. Some reports show that many employers are planning to reduce office space by as much as 50%, especially those shifting to flexible or remote-first models.

What are the challenges of hybrid work?

Hybrid work offers flexibility, but it also involves challenges that can affect productivity, communication, and employee engagement. If unaddressed, these issues can lead to misalignment, missed opportunities, and even higher turnover than companies with more traditionally structured work environments. Here are some of the most common pitfalls to watch out for:

Collaboration and coordination issues

When team members are in and out of the office on different days, it’s easy to miss updates or fall out of sync. Without thoughtful coordination, hybrid schedules can weaken communication, slow decision-making, and make some employees feel left out.

Oversight and accountability concerns

With more autonomy comes the need for clear expectations. Some employers think hybrid work makes it harder to track performance or maintain accountability, especially without strong systems in place for visibility.

Limited fit for some industries

Hybrid work isn’t practical for every role. Industries like manufacturing, healthcare, and education often rely on in-person interaction and hands-on work. While some functions may be remote-friendly, others require a consistent on-site presence.

Impact on company culture and connection

Without regular in-person interaction, employees can start to feel disconnected—not just from each other but also from the broader culture of the company. Creating a sense of belonging in a hybrid workplace takes intentional effort from leadership, managers, and team members alike.

Best practices to adopt a hybrid work model

Hybrid models don't run on autopilot. To make them work, for both your team and the business, you need a clear plan and the infrastructure to back it up. Here are a few best practices that can help your hybrid work model thrive:

Keep employees informed and involved

Explain the structure of your hybrid model and why it works for your business. Involve employees early on by gathering feedback, addressing concerns, and adjusting where needed. Transparency builds trust, and it makes adoption easier for both remote employees and in-office teams.

Collaborate with HR and IT teams

When employees work remotely, they need easy access to HR and tech support just like they would in the office. Coordinate with your HR and IT teams to make sure hybrid workers have what they need to stay productive, connected, and set up for success wherever they are.

Foster connection between remote and on-site employees

Hybrid teams need intentional touchpoints. Schedule regular all-hands meetings, team check-ins, and virtual social events to help everyone feel connected. Make office days count with group sessions or team-building opportunities that bring people together.

Choose digital tools that facilitate remote work

Equip your workforce with tools designed for hybrid work. With platforms like Slack, Notion, and cloud-based HR systems, teams stay connected, get more done, and enjoy a smoother day-to-day experience.

Build a thriving hybrid team with Oyster’s support

The right hybrid work model gives employees flexibility and helps businesses thrive. The key is choosing a setup that prioritizes productivity and work-life balance equally, whether your team is fully remote, hybrid, or somewhere in between.

Oyster makes it easy to build and manage a distributed workforce. From hiring and onboarding to payroll, benefits, and compliance, the all-in-one platform supports global teams at every stage. Oyster’s employer-of-record (EOR) solution simplifies international hiring, while Total Rewards helps you offer competitive salary, equity, and benefits—no matter where your team members work.